Total Leadership Ventures, LLC. - Accelerating Business ResultsInternational Coaching Federation (ICF) professional certified executive coach and leadership development consultant http://totalleadershipventures.com
Fri, 12 Jul 2013 11:36:57 +0000Fri, 12 Jul 2013 11:36:57 +0000hourly13600SnapPages.comSeven Questions You Need To Ask To Increase Your Leadership PotentialElizabeth A. BertElizabeth A. BertPower Cues: The Subtle Science of Leading Groups, Persuading Others, and Maximizing Your Personal Impact, here are the seven questions I argue leaders — or anyone who wants to communicate powerfully — need to ask themselves in order to stop leaving their communications to chance [...]]]>http://totalleadershipventures.com/blog/2013/07/12/seven-questions-you-need-to-ask-to-increase-your-leadership-potential
Fri, 12 Jul 2013 11:36:57 +0000http://totalleadershipventures.com/blog/2013/07/12/seven-questions-you-need-to-ask-to-increase-your-leadership-potentialPower Cues: The Subtle Science of Leading Groups, Persuading Others, and Maximizing Your Personal Impact, here are the seven questions I argue leaders — or anyone who wants to communicate powerfully — need to ask themselves in order to stop leaving their communications to chance and to start communicating consciously. The work that each of these questions suggests, and the research that backs them up, are the body of the book.

1. How do you show up when you walk into a room? Take control of your presence and change both your thinking and the messages you send to those around you.

2. What emotions do you convey for important meetings, conversations, and presentations? Share your focused emotions and control the emotional tenor of your tribe.

3. What unconscious messages are you receiving from others? Use your unconscious expertise to stay attuned to the hidden messages of everyone around you.

4. Do you have a leadership voice? Tune your voice to automatically lead your peers.

5. What honest signals do you send out in key work and social situations? Establish the right levels of energy and passion to win the contract, the negotiation, or the raise.

6. Is your unconscious mind holding you back or propelling you forward? Shed your unconscious mind of the blocks and impediments to success.

7. Are you telling powerful stories? Convey your message in ways that ensures that your listeners are aligned with you, down to their very brain waves.

I look forward to sharing the book with you early next year. For now, I’m very excited to share the cover art.

Nick Morgan, Contributor

]]>http://totalleadershipventures.com/blog/2013/07/12/seven-questions-you-need-to-ask-to-increase-your-leadership-potential#comments026 Great Tips for LeadershipElizabeth A. BertElizabeth A. Bert
So since the alphabet is so awesome, I figured I’d share 26 leadership thoughts and ideas related to each letter of the alphabet. Enjoy [...]]]>http://totalleadershipventures.com/blog/2013/06/27/26-great-tips-for-leadership
Thu, 27 Jun 2013 08:08:45 +0000http://totalleadershipventures.com/blog/2013/06/27/26-great-tips-for-leadership
So since the alphabet is so awesome, I figured I’d share 26 leadership thoughts and ideas related to each letter of the alphabet. Enjoy and good luck getting the ABC song out of your head by the time you’re done!

Authenticity: it sounds like a challenging concept but it’s actually quite easy – simply be yourself. No B.S. No facades. That authenticity builds trust between you and your team.

Bench Strength: if you’re not thinking about and doing rigorous succession planning, you’re wrong. Flat wrong. Your job as a leader isn’t just managing today’s team – it’s also preparing tomorrow’s team and being ready for the inevitable turnover that comes with any organization. Build your succession plan. Now.

Courage: take a stand for your beliefs. Don’t let people get thrown under the bus – instead jump between them and the bus and take the hit. Have some intestinal fortitude to right the wrongs around you despite the cost and risk to you personally.

Delegation: you can’t do it all yourself (even if you know you’ll do it better than they will). The hallmark of a great leader is being able to let go and let one’s people do things while the leader sets direction, procures resources, and provides motivation. Let go.

Entrepreneurship: foster it. Even huge companies were start-ups at one point in their growth. Encourage your people to take risks, to build new things, and to challenge existing ways of doing business. Your business will change. Either you can change it or the world will change it for you.

Feedback: if you’re not delivering difficult messages to the members of your team when they need to hear those messages, you’re doing them a disservice. Delivering tough feedback is one reason you get paid the big bucks.

Gratitude: demonstrate it. Let people know you’re thankful for all they do to make you look good. Your team needs to know you appreciate their hard work. A simple thank you note can go a long way.

Humor: see the funny in the frustrating. When you step back from the frustration and the seriousness, work is pretty absurd and silly. If you can see the humor in it (and help others to do so as well), the stress level in your organization will be significantly lower than it is today.

Initiative: take it. Yes, this requires you to assume risk. That’s the mantle of leadership. Go out and make mistakes. Who knows? You may actually get it right and have a huge positive impact. And if you don’t you’ve certainly learned something new.

Justice: dish it out. When you see unjust behavior, no matter how small, if you let it go unpunished, you’re implicitly condoning it. Be fair, be fast, and be just. No one said your job was easy and this will require you to deliver some tough messages. That’s why they pay you the big bucks.

Knowledge: build your knowledge daily. Read. Do research. Look up words or facts you don’t know. Talk with experts outside your field. If you constantly seek new sources of knowledge, you’ll be better at spotting risks and opportunities than your competitors.

Leadership: you manage things; you lead people. Remember – leadership is the art of influencing, setting direction, and inspiring others to take action because they share your vision and goals. Stop thinking the management tasks you’re performing are leadership.

Managing Up: a major part of your job is being a human crapshield for your team. You need to protect them from distractions and stupidity so they can get their work done. You’re their only buffer between them and corporate demands and stupidity.

Negativity: cut the crap. When the team hears you complaining, not only does it destroy morale, concern them, and make you look immature, it also gives them the right to complain themselves. Negativity is a cancer. Prevent it starting with yourself.

Opportunities: are you creating opportunities for your people to grow, fail, learn, and succeed? You have to create those stretch assignments and projects if you ever expect them to become more than they are today.

Philosophy: every leader should have and share their own personal leadership philosophy. It’s a simple statement of your beliefs and it will help you set expectations and maintain standards. If you’d like to craft a clear, compelling philosophy, I can’t think of a better resource than this book.

Quitting Time: we work to live, not live to work. You set an example for balance for your team. If you don’t know when to quit and go home, they’ll follow your bad example and you’ll burn them out. Be reasonable about what you ask of yourself because implicitly you’re asking the same of them.

Responsibility: accountability is an external force holding you to a standard of performance. Responsibility is holding yourself accountable to meeting the standard. It’s intrinsic. Make the leap from accountability to responsibility.

Strategy: Have one. I don’t care how big or small your organization is – as a leader you need to articulate a clear destination, goals, and define the path to get there. If you don’t, your people are wandering aimlessly.

Thinking Time: carve out at least 4 hours per month to do nothing but think. Remove distractions and evaluate the major issues your organization faces. Your job is to look out over the horizon – not to look down at the road you’re driving down.

Underpromise, Overdeliver: make commitments you know you can keep but always seek to surprise to the upside. Too many people overpromise and underdeliver which is a recipe for disaster. Manage expectations well but then give people more than they thought they’d ever get.

Vision: you need to look into the future and tell people what to expect. Their job is to drive and maintain the bus. Your job is to set the destination and keep your eyes on the horizon to look for unexpected bumps in the road.

Why?: ask this question a lot. Ask why you do things the way you do and if there are new/better ways to do it. Ask your people why they did something or why they feel a certain way. You’ll understand them better and be better able to lead them. Ask “why?” all the time.

Xenophobia: avoid it. We’re increasingly global and interconnected. Celebrate the diversity of your team, your partners, and your customers. Go to faraway lands to find new people, new opportunities, and new perspectives. Stop being so insular. (I’ll bet you thought I would do something dumb like “xylophone” or “x-ray” for this one, huh?)

Yelling: seriously? Are you a cro-magnon man? No yelling in the workplace unless you’re trying to get someone’s attention as a 1 ton anvil falls from the sky toward their head. Yelling is crass not to mention ineffective. Besides, speaking calmly and softly is much, much scarier.

Zebra Cakes: always have some on hand. They’re good for boosting blood sugar during afternoon doldrums. I mean, who doesn’t love Zebra Cakes?

There you go – 26 leadership tips, techniques, and ideas courtesy of your kindergarten teacher’s ABC’s. Which letters are your favorites? What would you add to this list?

- Mike Figliuolo at thoughtLEADERS, LLC

]]>http://totalleadershipventures.com/blog/2013/06/27/26-great-tips-for-leadership#comments08 Ways To Undermine Yourself as a LeaderElizabeth A. BertElizabeth A. Berthttp://totalleadershipventures.com/blog/2013/04/29/8-ways-to-undermine-yourself-as-a-leader
Mon, 29 Apr 2013 15:38:38 +0000http://totalleadershipventures.com/blog/2013/04/29/8-ways-to-undermine-yourself-as-a-leaderViolate trust. This goes beyond straightforward lying, which should be a fairly obvious point. You can lose all-important team members’ trust by not doing what you say. Don’t make promises you can’t keep – big or small.

Be selfish instead of a servant leader. Your goal is to elevate your team and celebrate each person’s victories, not your own. Put employees’ needs before your own and do everything in your power to help them help themselves. If you spend your day celebrating yourself, you’ll not only stall your team’s progress, but you’ll also become extremely unpopular – and fast.

Lack focus and flip-flop on priorities. Your mission should be simple and straightforward for your team to follow and accomplish. If you’re not clear on goals and a clear-cut, prioritized path to complete them, how should you expect anyone to achieve anything? Figure out a plan – for this week, this month, this quarter, and this year. For that plan, establish the key objectives and the mini-goals each person is responsible for realizing.

Be user “unfriendly.” I recently wrote a blog about user-friendly products and their leadership counterparts. If you’re not accessible or kindhearted, or if people have to jump through hoops to reach you for a brief moment, it’s inevitable that you’ll leave a bad taste with someone. When you’re a user-friendly leader, you’ll constantly surprise people and leave them with a positive impression, rather than a dogmatic, negative one.

Deal in fantasy instead of science. Don’t get me wrong: vision is crucial. You need to have an end goal and believe in it strongly. However, that vision requires execution to make it a reality. You need to track progress obsessively with metrics, so you’re able to make real-time adjustments and tweaks. Without this, you’re just a used-car salesman spinning the wheels of everyone you meet.

Lack passion and creativity. If you expect your team members to be evangelical about what you’ve set out to achieve, you need to be a beacon with your passion, bursting from every pore. If you want your team members to think outside the box, why are you coloring inside the lines? If you’re ho-hum, your team will generate equally ho-hum results. Allow them to unleash their own creativity by setting yours free.

Play checkers instead of chess. As a leader, you need to think a few moves down the board, just like a chess player. We all should be doing the jobs we want, not the jobs we have. Help your team members decipher a sales target’s strategy or what the board of directors will say at the next proposal. Continuously drive the group forward and do so yourself – otherwise you’re just playing checkers, which I’m sure you can do in your sleep.

Act as if it’s just about what you say. This is the easiest method of all in a downward spiral toward undermining yourself. This is a trap – by phrasing things nicely you might think it’s enough. However, in reality, it’s really about how you make other people feel. In ten years nobody will remember what you said day to day, but rather your overall impression you’ve left on someone. One of our Vice Presidents at DVP, Ted Serbinski, recently sent our administrative assistants a surprise, personalized gift boxes – one for the woman’s precious dog with treats and toys and a training manual, and to the other, gourmet food items for the woman herself with attention and care to her allergen-specific needs. Years from now, they won’t necessarily remember the meeting they scheduled for Ted or the calls they made on his behalf, but rather the fact that he went out of his way to do something kind, simply to show his appreciation for them.

What have you done today, this week, or this month to show your gratitude? The difference between being polite or pleasant and completely making someone’s day doesn’t require much more effort – but it makes all the difference. That gap is what will separate you as a great leader, versus the sea of good ones out there. What legacy will you leave?

]]>http://totalleadershipventures.com/blog/2013/04/29/8-ways-to-undermine-yourself-as-a-leader#comments0Black Social Media Summit: Texas EditionElizabeth A. BertElizabeth A. BertBlack Social Media Summit will be April 13, 2013 in Austin, TX at the Oasis on Lake Travis.

The Black Social Media Summit is a one-day social media and blog [...]]]>http://totalleadershipventures.com/blog/2013/04/11/black-social-media-summit-texas-edition
Thu, 11 Apr 2013 13:20:59 +0000http://totalleadershipventures.com/blog/2013/04/11/black-social-media-summit-texas-editionBlack Social Media Summit will be April 13, 2013 in Austin, TX at the Oasis on Lake Travis.

The Black Social Media Summit is a one-day social media and blog conference filled with expert-guided workshops, panels and networking opportunities. An extension of the annual Blogging While Brown Conference, the Black Social Media Summit is designed to provide an affordable social media conference experience that strengthens local and regional Black blogging and social media communities.

]]>http://totalleadershipventures.com/blog/2013/04/11/black-social-media-summit-texas-edition#comments05 Career Lessons I've Learned From Mad MenElizabeth A. BertElizabeth A. Berthttp://totalleadershipventures.com/blog/2013/04/11/5-career-lessons-ive-learned-from-mad-men
Thu, 11 Apr 2013 12:01:57 +0000http://totalleadershipventures.com/blog/2013/04/11/5-career-lessons-ive-learned-from-mad-menAs we wait (with bated breath!) for Season 6 to debut tonight, here’s a look at some career lessons I’ve learned from Mad Men. (And yes, while I’d like to say that the secret to success is keeping a bottle of scotch in your desk, there are a few more practical points to glean.)

1. Manage Your Personal Brand

We’ve seen Don Draper successfully launch lots of ad campaigns, leveraging creative approaches and somewhat unorthodox ideas. But his success isn’t solely a factor of his team’s brilliant marketing techniques, it’s also the result of his undeniable charisma. When Don walks into a room, you know he means business—he dresses the part, arrives prepared, and is perfectly poised in his delivery.

Confidence, sincerity, and having a presence go a long way in business, and as Don shows us, there’s a lot to be gained from both talking the talk and walking the walk.

2. Work Hard, Get Noticed

Everyone scoffed when Peggy tried to break into the boys’ club at the agency, but it didn’t take long for her hard work and perseverance to pay off. She had to endure a fair amount of grief, but eventually she surpassed many of her naysayers and landed a role she loved.

There are lots of good lessons here: Working hard for what you want, never taking no for an answer, and sometimes being willing to pay your dues and take an entry-level position to navigate to a better opportunity. But most importantly, Peggy shows us that there’s no limit to how far a good work ethic and a can-do attitude will take you.

3. Productivity Doesn’t Hinge on Technology

Gasp! I know. It’s a farfetched idea at best, but Mad Men is a good reminder that a lot got accomplished before the advent of computers and cellphones. Granted, it was a different world and a smaller marketplace, but big things happened with typewriters, landlines, and face-to-face meetings.

I’m not saying you should toss your iPad out the window, but don’t forget the value of real connections and conversations. In the Mad Men days, it was all they had. 4. Beware the Office Romance

First it was Pete and Peggy, then it was Joan and Roger, and last season Don and Megan tied the knot. While a passionate office rendezvous makes for awesome TV, we’ve learned over the past few seasons that these can get complicated quickly and don’t typically end well. While it’s not completely taboo to date a co-worker—lots of people do it—it’s best to keep it under wraps from 8 to 5 to avoid jeopardizing your credibility and professionalism.

5. A Woman’s Place is in the Boardroom

I consider myself lucky that when I entered the workforce, women could pursue any path they chose. Gender was far less of a barrier than in the days of Mad Men, and it’s pretty hard to imagine a time when my participation in the labor force would have been stunted by cultural, educational, and legal practices. I have a true appreciation for women like Peggy and Joan (er, their real-life counterparts) who helped pave the way for my generation to kick butt and take names in the workplace. There may still be a glass ceiling, but it’s nothing compared to what women had to deal with in decades past.

Times sure change, but the fundamentals of business success don’t waver too much. So if you watch closely, there’s a lot to be learned from Mad Men. I can’t wait to see what becomes of Don and the gang this season, and you can be sure I’ll be taking notes on how to give my career path a little more edge.

Oh, and yes: If all else fails, there’s always scotch.

Tell us! What career lessons have you learned from Mad Men?

]]>http://totalleadershipventures.com/blog/2013/04/11/5-career-lessons-ive-learned-from-mad-men#comments0Why Employers Need to Watch the Mike Rice Basketball Bully VideoElizabeth A. BertElizabeth A. Bert
Executives should also pay attention to comments made by Eric Murdock, director of player personnel for Rutgers basketball, who was present during Rice’s practices

In [...]]]>http://totalleadershipventures.com/blog/2013/04/04/why-employers-need-to-watch-the-mike-rice-basketball-bully-video
Thu, 04 Apr 2013 10:27:11 +0000http://totalleadershipventures.com/blog/2013/04/04/why-employers-need-to-watch-the-mike-rice-basketball-bully-video
Executives should also pay attention to comments made by Eric Murdock, director of player personnel for Rutgers basketball, who was present during Rice’s practices

In his interview with ESPN’s Outside the Lines, Murdock wonders why Rice was not fired sooner, specifically since he raised issues with the athletic director Tim Pernetti in the summer of 2012. The answer to his own question is classic: when Pernetti came to practice, Rice “was on his best behavior.” When the AD left, the four-letter words and physical abuse returned. “I was in total shock that this guy wasn’t fired,” says Murdock, who himself was a first-round draft pick and played in the NBA for nine seasons.

Sadly Rice’s antics can be viewed as a classic example of “ kiss up, and kick down” behavior. Behave when the boss is present; abuse when the boss is gone.

Bullies are endemic in the workplace. According to the Workplace Bullying Institute, which commissioned the polling firm Zogby to conduct a survey in 2010:

35% of workers have experienced bullying firsthand
62% of bullies are men; 58% of targets are women
Women bullies target women in 80% of cases
The majority (68%) of bullying is same-gender harassment

“Additionally “50% [of those surveyed by WBI/Zogby] report neither experiencing nor witnessing bullying.” This is what WBI labels a “silent epidemic.” Hence victims or witnesses are too intimidated to complain and so the problem is allowed to persist.

After all, management, like Rutgers administration, which knew of the issues for months, did little to correct the problem. It suspended Rice for three games December 2012 after seeing the tape of Rice’s bad behavior, but did nothing else until the tape became public. The day after ESPN aired it; Rice was fired. Now there are calls for Pernetti to be removed.

No wonder workers do not speak up. People know the abuse is happening but they look the other way. While some bullies get away with such bad behavior because they get good results, not always. In this instance Rice was not a particularly successful coach. He posted a losing record this year. Yet he was allowed to remain in place until public shaming was allowed to trump the “keep it in the family” attitude.

Employers know workplace bullying is more than an issue; it’s a liability. Here’s what Sharon Perella, a New York-based attorney who represents management, told the Insurance Journal, “I believe this is the new claim that employers will deal with. This will replace sexual harassment. People who oppose it say these laws will force people to be polite at work. But you can no longer go to work and act like a beast and get away with it.”

Fear of the boss, coupled with the belief that management will not listen, cows employees into silence and so it is up to executives who want to do the right thing to initiate anti-bullying policies that ensure the protection of employees and the banishment of bullying.

]]>http://totalleadershipventures.com/blog/2013/04/04/why-employers-need-to-watch-the-mike-rice-basketball-bully-video#comments0The Most Successful Leaders Do 15 Things Automatically, Every DayElizabeth A. BertElizabeth A. Berthttp://totalleadershipventures.com/blog/2013/04/01/the-most-successful-leaders-do-15-things-automatically-every-day
Mon, 01 Apr 2013 13:24:28 +0000http://totalleadershipventures.com/blog/2013/04/01/the-most-successful-leaders-do-15-things-automatically-every-dayMore so, the decision making process is an acute understanding of being familiar with the cause and effect of behavioral and circumstantial patterns; knowing the intelligence and interconnection points of the variables involved in these patterns allows a leader to confidently make decisions and project the probability of their desired outcomes. The most successful leaders are instinctual decision makers. Having done it so many times throughout their careers, they become immune to the pressure associated with decision making and extremely intuitive about the process of making the most strategic and best decisions. This is why most senior executives will tell you they depend strongly upon their “gut-feel” when making difficult decisions at a moment’s notice.

Beyond decision making, successful leadership across all areas becomes learned and instinctual over a period of time. Successful leaders have learned the mastery of anticipating business patterns, finding opportunities in pressure situations, serving the people they lead and overcoming hardships. No wonder the best CEOs are paid so much money. In 2011, salaries for the 200 top-paid CEOs rose 5 percent to a median $14.5 million per year, according to a study by compensation-data company Equilar for The New York Times.

If you are looking to advance your career into a leadership capacity and / or already assume leadership responsibilities – here are 15 things you must do automatically, every day, to be a successful leader in the workplace:1. Make Others Feel Safe to Speak-Up

Many times leaders intimidate their colleagues with their title and power when they walk into a room. Successful leaders deflect attention away from themselves and encourage others to voice their opinions. They are experts at making others feel safe to speak-up and confidently share their perspectives and points of view. They use their executive presence to create an approachable environment.

2. Make Decisions

Successful leaders are expert decision makers. They either facilitate the dialogue to empower their colleagues to reach a strategic conclusion or they do it themselves. They focus on “making things happen” at all times – decision making activities that sustain progress. Successful leaders have mastered the art of politicking and thus don’t waste their time on issues that disrupt momentum. They know how to make 30 decisions in 30 minutes.

3. Communicate Expectations

Successful leaders are great communicators, and this is especially true when it comes to “performance expectations.” In doing so, they remind their colleagues of the organization’s core values and mission statement – ensuring that their vision is properly translated and actionable objectives are properly executed.

I had a boss that managed the team by reminding us of the expectations that she had of the group. She made it easy for the team to stay focused and on track. The protocol she implemented – by clearly communicating expectations – increased performance and helped to identify those on the team that could not keep up with the standards she expected from us.

4. Challenge People to Think

The most successful leaders understand their colleagues’ mindsets, capabilities and areas for improvement. They use this knowledge/insight to challenge their teams to think and stretch them to reach for more. These types of leaders excel in keeping their people on their toes, never allowing them to get comfortable and enabling them with the tools to grow.

If you are not thinking, you’re not learning new things. If you’re not learning, you’re not growing – and over time becoming irrelevant in your work.

5. Be Accountable to Others

Successful leaders allow their colleagues to manage them. This doesn’t mean they are allowing others to control them – but rather becoming accountable to assure they are being proactive to their colleagues needs.

Beyond just mentoring and sponsoring selected employees, being accountable to others is a sign that your leader is focused more on your success than just their own.

6. Lead by Example

Leading by example sounds easy, but few leaders are consistent with this one. Successful leaders practice what they preach and are mindful of their actions. They know everyone is watching them and therefore are incredibly intuitive about detecting those who are observing their every move, waiting to detect a performance shortfall.7. Measure & Reward Performance

Great leaders always have a strong “pulse” on business performance and those people who are the performance champions. Not only do they review the numbers and measure performance ROI, they are active in acknowledging hard work and efforts (no matter the result). Successful leaders never take consistent performers for granted and are mindful of rewarding them

8. Provide Continuous Feedback

Employees want their leaders to know that they are paying attention to them and they appreciate any insights along the way. Successful leaders always provide feedback and they welcome reciprocal feedback by creating trustworthy relationships with their colleagues.. They understand the power of perspective and have learned the importance of feedback early on in their career as it has served them to enable workplace advancement.

9. Properly Allocate and Deploy Talent

Successful leaders know their talent pool and how to use it. They are experts at activating the capabilities of their colleagues and knowing when to deploy their unique skill sets given the circumstances at hand.

10. Ask Questions, Seek Counsel

Successful leaders ask questions and seek counsel all the time. From the outside, they appear to know-it-all – yet on the inside, they have a deep thirst for knowledge and constantly are on the look-out to learn new things because of their commitment to making themselves better through the wisdom of others.11. Problem Solve; Avoid Procrastination

Successful leaders tackle issues head-on and know how to discover the heart of the matter at hand. They don’t procrastinate and thus become incredibly proficient at problem solving; they learn from and don’t avoid uncomfortable circumstances (they welcome them).

Getting ahead in life is about doing the things that most people don’t like doing.

12. Positive Energy & Attitude

Successful leaders create a positive and inspiring workplace culture. They know how to set the tone and bring an attitude that motivates their colleagues to take action. As such, they are likeable, respected and strong willed. They don’t allow failures to disrupt momentum.

13. Be a Great Teacher

Many employees in the workplace will tell you that their leaders have stopped being teachers. Successful leaders never stop teaching because they are so self-motivated to learn themselves. They use teaching to keep their colleagues well-informed and knowledgeable through statistics, trends, and other newsworthy items.

Successful leaders take the time to mentor their colleagues and make the investment to sponsor those who have proven they are able and eager to advance.

14. Invest in Relationships

Successful leaders don’t focus on protecting their domain – instead they expand it by investing in mutually beneficial relationships. Successful leaders associate themselves with “lifters and other leaders” – the types of people that can broaden their sphere of influence. Not only for their own advancement, but that of others.

Leaders share the harvest of their success to help build momentum for those around them.15. Genuinely Enjoy Responsibilities

Successful leaders love being leaders – not for the sake of power but for the meaningful and purposeful impact they can create. When you have reached a senior level of leadership – it’s about your ability to serve others and this can’t be accomplished unless you genuinely enjoy what you do.

In the end, successful leaders are able to sustain their success because these 15 things ultimately allow them to increase the value of their organization’s brand – while at the same time minimize the operating risk profile. They serve as the enablers of talent, culture and results.

They’re selfless. Their initial impulse is to involve others and promote teamwork. Point guards distribute the ball; they look to pass first and shoot second. Their concern is for the good of the organization, not individual accolades.

They have vision. They understand the environment around them. Like visionary CEOs, point guards see the whole court – its opportunities and threats – better than anyone else on it.

They make others on their team better. This is a key attribute of all good point guards. Is there a more important quality for an effective business leader?

They’re great collaborators. No complex project or enterprise succeeds without widespread collaboration. Point guards are the glue that holds a team together. Oh sure, now and then you’ll have a unique talent like a Michael Jordan or Lebron James who plays another position, but most often this central role belongs to a point guard.

They’re prudent risk managers. Every business needs clear consciousness of risk. (How soon we forget 2008.) Controlling the pace and flow of a chaotic game is no easy task. Too many fancy passes, or ill-advised risks (too much “French Pastry” as the late great coach and commentator Al McGuire would say), and you’re back on the bench.

They do critical but less glamorous work, content to give others the spotlight. Is anything in basketball harder and more taken for granted than bringing up the ball against full court pressure? Assists are less glorified than points, but no less important. Good point guards are content to let scorers gain the attention. In the management world we’d say, “Take accountability, give praise.”

The greatest point guard ever? I believe few would disagree with a choice of Magic Johnson. Coincidentally (or perhaps not), he’s an exceptional business person with an empire estimated at over $700 million.

So as you follow the NCAA tournament this year, and debate whether the best point guard is Marcus Smart of Oklahoma State… or Trey Burke of Michigan… or some dark horse from a Cinderella school most people haven’t heard of yet… this can give you another lens through which to view the action. Another excuse to watch more of The Madness.

This article first appeared at PsychologyToday.com. Victor Lipman, Contributor

]]>http://totalleadershipventures.com/blog/2013/03/18/in-honor-of-march-madness-why-point-guards-exemplify-sound-leadership#comments0How to Be the Most Interesting Person at a Networking EventElizabeth A. BertElizabeth A. Berthttp://totalleadershipventures.com/blog/2012/08/01/how-to-be-the-most-interesting-person-at-a-networking-event
Wed, 01 Aug 2012 10:24:41 +0000http://totalleadershipventures.com/blog/2012/08/01/how-to-be-the-most-interesting-person-at-a-networking-eventBut even though you might be annoyed by the idea, can you also remember a time when you were at a similar event and then ended up being that person?

Maybe it happened because you actually think what you do is interesting to everyone or you were nervous about what you should be doing in that environment and you were just trying to fill conversation. But doing this is how you end up further back from where you started.

When you approach the idea of networking as a ‘do or die’ situation, you’re going to get nothing (especially valuable contacts) out of it. In a world full of social media generated conversation, “building relationships” is one of the biggest buzz phrases — and with good reason. You’re not going to be remembered unless you’ve provided value. And blabbering on and on to grow awareness of what you do professionally and how you can be hired isn’t valuable.

If you’re going to attend a networking event you should strive to get the most out of it. You need to go above and beyond to be different than everyone else by tailoring the conversation to always benefit others. These steps will help you become the most interesting person in the room (even if you’re an introvert) and grow a strong and valuable network of people:

Be picky about giving out business cards. When someone approaches me with a business card in my hand before I can even introduce myself, they’re already dismissed as someone I would be interested in learning about. You are not more legitimate to me if you printed your information on a fancy piece of paper. You’ve only wasted more trees by giving them to people you don’t know are interested in working with you. Carry only a couple of cards with you at a time and don’t even pull your wallet out to trade until you’ve had a conversation that would lead you to believe there is a possibility to work together or help grow your networks. (Don’t feel bad if you run out. You were just that popular.

Drop the elevator speech. The idea of having a pitch ready before you even arrive should make you want to gag. Because it will definitely have that effect on your unexpecting audience. You don’t need to recite business goodness to impress. Just feel out the environment and go with the flow. Obviously you’ll be asked what you do for a living because that’s what we have been trained to do in conversation. What will really intrigue is if you take this opportunity to explain how you help people reach their goals. When phrased this way, it makes you sound like a superhero. To give you an example, if you and I met I would say that “I help businesses grow brand awareness and increase sales by teaching and helping create content with social video”. That’s much more interesting than the typical ‘position, title, and opportunities I’m open to’ speech. I’ve shaped my explanation to lead to relevant conversation that will leave an impression on my audience, possibly triggering referrals or perhaps looking at their own needs to see how I can help them.

Don’t talk. Ask questions and then listen. Like I said before, no one likes to hear other people talk about themselves. But they will think you’re the most interesting person in the world if you want to know more about them. So ask questions and listen. Learn about the people you’re networking with and actually build upon a meaningful conversation that will make exchanging business cards more effective in the end. The more you ask about them, the more they will want to know about you for being interested in them.

]]>http://totalleadershipventures.com/blog/2012/08/01/how-to-be-the-most-interesting-person-at-a-networking-event#comments0Could Your Facebook Profile Predict Job Performance?Elizabeth A. BertElizabeth A. BertWall Street Journal, researchers have tapped into what could become a new, and better, tool for human resource professionals trying to predict the success of job candidates. It’s called Facebook. Of [...]]]>http://totalleadershipventures.com/blog/2012/02/23/could-your-facebook-profile-predict-job-performance
Thu, 23 Feb 2012 15:20:00 +0000http://totalleadershipventures.com/blog/2012/02/23/could-your-facebook-profile-predict-job-performanceWall Street Journal, researchers have tapped into what could become a new, and better, tool for human resource professionals trying to predict the success of job candidates. It’s called Facebook. Of course, human resource departments have been trolling Facebook profiles for almost as long as the social media site has existed.

A new Journal of Applied Social Psychology study published from Northern Illinois University, the University of Evansville and Auburn University,demonstrates how employers could learn more about a job applicant from 10-minute perusals of Facebook profiles than hours-long personality screenings.

Researchers evaluated the Facebook profiles of 56 college students with jobs, and then answered questions that centered around five key traits: neuroticism, extraversion, openness to experience, agreeableness and conscientiousness.

Six months later, the researchers matched the ratings against employee evaluations from the subjects' supervisors. The researchers then found that job performance and the Facebook scores seemed be linked.

]]>http://totalleadershipventures.com/blog/2012/02/23/could-your-facebook-profile-predict-job-performance#comments0212 Degree: The Extra Degree DifferenceElizabeth A. BertElizabeth A. Bertwildest expectations. Just like it is in life and business, the difference between running with the pack and leading the pack is that small extra degree of effort,focus and determination. The "extra degree" is something we can all [...]]]>http://totalleadershipventures.com/blog/2012/01/19/212-degree-the-extra-degree-difference
Thu, 19 Jan 2012 17:05:00 +0000http://totalleadershipventures.com/blog/2012/01/19/212-degree-the-extra-degree-differenceOne degree makes the difference. A way to achieve results beyond your wildest expectations. Just like it is in life and business, the difference between running with the pack and leading the pack is that small extra degree of effort,focus and determination. The "extra degree" is something we can all apply...everyday

212º A Way to Think

Add a few extra degree hours each month for your professional development.That an investment in your most valuable asset "YoU"

Give a few extra hours each month to your organization efforts.At the end of the year, that's a full workweek of effort

212º A Way to Impact Others

Make a Commitment to give one extra degree of service to a co-worker, family member,or valued customer each week. That's 52 moments of kindness each year.

212º A Way to Make a Difference

Eliminate 1/2 hour of television each day. That's 185.2 extra degree hours each year to devote to your family

With 212º awareness comes responsibility..a responsibility to act .It's Your Life . You are responsible for your results. Results that can take you beyond your wildest expectations.It's Time to Act!

Question: Which one goal are you willing to give the "extra degree?"

]]>http://totalleadershipventures.com/blog/2012/01/19/212-degree-the-extra-degree-difference#comments0Leadership By Example | 7 Lessons from Dr. Martin Luther King Jr.Elizabeth A. BertElizabeth A. BertAs a testament to his contributions as a leader, visionary and hero; on October 16, 2011 we witnessed the unveiling of the “the [...]]]>http://totalleadershipventures.com/blog/2012/01/14/leadership-by-example-7-lessons-from-dr-martin-luther-king-jr
Sat, 14 Jan 2012 17:06:00 +0000http://totalleadershipventures.com/blog/2012/01/14/leadership-by-example-7-lessons-from-dr-martin-luther-king-jrAs a testament to his contributions as a leader, visionary and hero; on October 16, 2011 we witnessed the unveiling of the “the 30-foot-tall “Stone of Hope” statue of the American civil rights pioneer. The memorial is the first on the National Mall to honor an African-American and the first to honor a person who did not serve as president.

Much of my admiration is based on his courage, continual focus on excellence and commitment to lifelong learning. Dr. Martin Luther King Jr. legacy left us with so many words and lessons that we can apply to evolve into a transformational leader.

[1] Articulate a Powerful VisionLeaders communicate a concrete vision of the future with a clear call to action to inspire others to get there. People want to follow someone that they know are going somewhere. People do not follow leaders who don’t care about their values, the wants and needs, or the hopes and aspirations of those in the organization.

[2] Challenge the Status QuoExcellent leaders simply are not passive; they are active. They will challenge the status quo and not settle for business as usual. When there’s a major challenge facing your organization, you must step forward to initiate new methods of getting things done to solve problems and ignite innovation.

[3] Be CourageousBeing courageous does not mean you’re not afraid. It just means you care more about something else greater than what you fear. Don't be reluctant to take on new initiatives, even if they may not pan out. Those who raise their hands climb the ladder faster. Courageous leaders do what’s right, not what’s easiest and focus on the good of the many over the good of one.

[4] Leaders are Readers Leaders are learners committed to the discipline of reading for continuous improvement. Feed your brain with content rich information to sttay informed about your competition, your customers, and what is happening in the marketplace. The self sacrifice of rigorous study offers valuable insights to differing points of view and builds character.

[5]Master the Art of Communication.Not all of us can be great orators but we can enhance our communication skills by practicing, preparing and discovering your own authentic message. Use relevant stories and metaphors that bring to life the organizations mission, values and goals. Leaders who authentically speak with confidence and conviction can persuade action for others to go that extra mile in the organization.

[6] Walk the TalkActions speak louder than words. If your actions do not back up your messages, your lack of focus can become detrimental to your team and your career. People will respect and follow leaders who do what they advise others to do.

[7] Demonstrate Faith in People Wholeheartedly showing someone you believe in them is the simplest, most powerful thing you can do to bring out their best. Leaders have faith in not only in himself but others. The authentic leader readily acknowledges the commitment and hard work of their followers. When times are tough people need to know that their work matters. An excellent leader listens to the ideas of the followers and responds.

Excellence and leadership should be the signature traits of all of us, street sweeper or president. To be an authentic leader, you simply have to act- to “lead by example".

]]>http://totalleadershipventures.com/blog/2012/01/11/how-will-you-lead-others-today#comments0Give the Gift of Success! Elizabeth A. BertElizabeth A. BertLooking for a unique, practical, and personalized gift? Whether for a employee reward, or graduation. Why not inspire a friend, colleague or family member (or yourself) with a Gift Voucher for one month of customized individual career coaching with Total Leadership Ventures.

GIFT OFFER: Your gift includes 2-3 phone or Skype [...]]]>http://totalleadershipventures.com/blog/2012/01/02/give-the-gift-of-success
Mon, 02 Jan 2012 14:49:00 +0000http://totalleadershipventures.com/blog/2012/01/02/give-the-gift-of-successLooking for a unique, practical, and personalized gift? Whether for a employee reward, or graduation. Why not inspire a friend, colleague or family member (or yourself) with a Gift Voucher for one month of customized individual career coaching with Total Leadership Ventures.

GIFT OFFER: Your gift includes 2-3 phone or Skype sessions in a month, plus unlimited email access with a career expert. Well beyond the resume, it’s the opportunity to work with a executive leadership coach focused on finding a practical and profound solution for a particular topic or challenge.

Sessions topics include; but or not limited to personal branding, career change or networking and interviewing techniques to successfully position yourself to stand out from the competition and move up.

For more information and pricing, simply send an email to info@totalleadershipventures.com or give a ring at 512.662.1115. Be sure to include the recipient’s e-mail address and a special note from you) and we’ll send a message letting them know they’ve been given the gift of success this season!

Who knows, this could be the gift that keeps on giving in the form of a new job or promotion in 2012

]]>http://totalleadershipventures.com/blog/2012/01/02/give-the-gift-of-success#comments0How To Conquer New Year Resolution Failure 5 Tips for Career SuccessElizabeth A. BertElizabeth A. Berthttp://totalleadershipventures.com/blog/2011/12/21/how-to-conquer-new-year-resolution-failure-5-tips-for-career-success
Wed, 21 Dec 2011 21:34:00 +0000http://totalleadershipventures.com/blog/2011/12/21/how-to-conquer-new-year-resolution-failure-5-tips-for-career-successThe New Year is the perfect time to reflect and focus on what you want to change or achieve for the next 12 months. Each January, roughly one in three Americans set a host of New Years resolutions to better themselves in some way. (e.g. running a marathon, losing weight, saving money, getting a new job etc.). While resolutions are well-intentioned, most people fail at keeping them. Studies reveal that 60-80% of New Year's resolutions will be broken within the first two weeks.

Even with the dismal statistics, you can beat the odds. Career savvy professionals will use the New Year to take stock of your career. If you are working to earn a raise, move up in your organization or transition into a new career; this is an ideal time to assess where you are in your career and set goals that will help you advance professionally.

Albert Einstein said, "Insanity is doing the same thing over and over again expecting different results." It is not possible to expect changes if you keep setting goals the same way. It’s time to take a different approach and adopt new techniques. In order to achieve your professional objectives and position yourself for the next big move or ensure career success you must employ these 5 strategies:

1. Choose Mini – Goals - Keep it simple. Break down your goals into manageable steps - short, realistic and achievable. Avoid the temptation to attempt to tackle a laundry list of possible goals. Productivity studies show that you really can’t focus on more than 5-7 items at any one time. Instead pick one to three smaller goals which would make the biggest difference in your career.

2. Expand Your Network - Who you know can be almost equally as important as what you know. Your network of professional, business and personal contacts is a valuable asset for your next project assignment, cost-saving idea, tier 1 client or promotion. Strong relationships can develop in small ways. For example, you can easily incorporate breakfast, lunch or dinner meetings to reconnect with your current network; or for new connections branch out and join a local professional, business or alumni organization. The best networking strategy is to add-value to others first. In the process, you'll strengthen your relationships and build goodwill with professionals who can open doors to exciting career opportunities.

3. Strengthen Your Personal Brand –Others perception of you is critical to your career success. Create a competitive advantage by identifying your identifying the unique strengths, qualities or talents that make you stand out from your colleagues. If you don’t know, ask your manager, colleagues, customers and even family and friends to tell you. Select the top 3-5 greatest strengths that represent the foundation of who you really that support your career objectives. The ultimate goal of personal branding is to be known for who you are, what you stand for, and what value you bring. Any Personal Brand takes time to grow, Stick with your Personal Brand, without changing it; be unwavering and be patient.

4. Commit to Professional Development - Building your knowledge base is one simple key to success. The best investment you can make is in yourself. Learn something new, sign up for Toastmasters. Obtain an academic qualification or certification to enhance your skill set. To stay on top of industry trends read or listen to the latest business books. Short on time, read executive summaries. Hire a business or career coach to identify your strengths and weaknesses; to effectively move you from where you are to where you want to be.

5. Establish a Plan B – In this uncertain economy, it is a smart strategy to have a fall-back plan. You never know where or when your next opportunity may come. You must be prepared. Ensure you have an up to date and professional CV or resume. Keep a file where you keep track of the positive results of your contributions that benefited the organization. Strategically identify your transferable skills for a new occupation or industry. Explore potential new career options by requesting informational interviews for a position of interest. Or maybe, start working on a transition plan to launch your business idea.

Remember, life is a journey, not a destination. The good news is you have the freedom to reflect and make changes every single day. Pick a few suggestions. Try them out and see what happens.